All appraisals that did not have a valid status for the requested action will include an error message. Use this processing option to specify whether the employee competency levels can be automatically calculated based on the job competency level entered. On the Work With Diary Entries For A Performance Appraisal form, click Add.
Complete the Employee Identification field to find an employee record and then click Select. Values are: Use this processing option to specify the version of the Daily Diary program (P087715) to use. The employees being appraised have seen their appraisals and you are contesting some or all of the contents on behalf of the employee. After the employee reviews the appraisal, a delegate can approve or contest the appraisal on the employee behalf. When the highest level manager in the approval hierarchy completes the review and approves the appraisal, the system sends the originating manager a message to notify the employee that the appraisal is ready for final review. You use this processing option in conjunction with the Competency Update Events program to control access to the Competency Level field for specific types of users.
Enter Days From Today to process all new review dates that are less than or equal to the system date and the number of days entered into the processing option. After you create the appraisals, the system automatically sends a message to each manager that one or more appraisals are ready for review. Use this processing option to list the code for the first Job Competency Code description to show. Access the Traditional Performance Appraisal Revision form. The default is ZJDE0001. The notes that the system displays are based on the user profile. If you are using ESS, you then use the Notify Employee menu option in the Current Performance Appraisal program (P087712) to send a message to the employee that the appraisal is ready for final review. Values are: 0: No, can only change levels for employee competencies. Select an employee with a competency based appraisal, and then click Select. To review competency based performance appraisals: Click the first job competency and review the rating. Select the Appraisals to Complete OR Appraisals For Current Indirect Reports option to select whether to review appraisals for the direct or indirect reports. These processing options specify the default information that will appear on the performance appraisals. You can begin the appraisal review immediately and then make any necessary adjustments to the appraisal when you review the employee self appraisal. Use this processing option to specify the date by which the performance appraisal must be completed, including the appropriate approvals. These goals can be linked to required job skills, or they can support goals that the employee might have that are not related to the organization. After the appraisal is approved or contested, you schedule a meeting with the employee to discuss the employee competency rating results, career planning, and performance improvement plans that are in the appraisal. This code is associated with the third radio button on the form. 
Approve or contest an appraisal for an employee. You use the Current Performance Appraisals program (P087712) to locate the appraisal and perform the review. For example, you may be a manager, peer, or customer of this employee. You approve performance appraisals on behalf of multiple employees. 
On the Daily Diary Search form, select a diary record, and then click Select. JD Edwards EnterpriseOne Applications Human Capital Management Fundamentals Implementation Guide, "Entering Organizational Assignment Information" in the, Reviewing a Competency Based Performance Appraisal, Description of ''Figure 25-1 Diary Entry Revisions form'', Description of ''Figure 25-2 Goal Action Plans form'', Description of ''Figure 25-3 Traditional Performance Appraisal Revision form'', Performance Mgmt Periodic Processing (G08PM2), Create Performance Appraisals, Employee Self Service menu (G05BESS1), Daily Diary, Competency Based Performance Appraisal Revisions, Manager Self Service (G05BMSS1), Current Performance Appraisals.
If you need to make further changes to the appraisal, you must create a new appraisal and submit it for approvals. If the human resources department is not responsible for creating the appraisals, the manager can use this program to create them. 
Values are: Access the Competency Based Performance Appraisal Revisions form. After you attach diary entries to an appraisal, you can change the text until you approve (or contest) and submit the appraisal. Use this processing option to specify whether to run the workflow reminder process. Depending on processing option settings, the system automatically adjusts the job competency and overall performance rating when you change an employee competency rating. You use this form to complete the steps for revising an employee performance appraisal. If you are not using ESS, you can assign delegates, which are typically human resources employees or the employee manager, who can approve or contest the appraisal on the employee behalf.
After you print the Upcoming Reviews report, you run the Create Performance Appraisals program (P087711) to select the employees, create appraisals, and send messages to each of the employees and managers. On the Confirm Group Appraisal Creation form, complete the desired fields and then click OK. You must update each of these appraisals and approve or contest it again once it is at a valid status. Values are: Access the Create Group Performance Appraisals form. Approve or contest a competency based appraisal for one employee.
1: Yes, entry applies to performance appraisals. Human Resources representatives and managers who review the appraisal can review the diary entries that you attach to a performance appraisal. These processing options specify security options and the type of performance appraisal that the system prints. Values are: Use this processing option to specify which type of performance appraisal to print. If the organization, or part of the organization, does not use Employee Self Service (ESS) during the performance appraisal process, you can allow managers or human resources representatives to approve or contest the appraisals on an employee behalf. All of the employees who report directly or indirectly to you. Once you finish, no one will be able to make any further changes to this appraisal. If a manager needs to enter additional changes, then he or she must create a new appraisal, add the changes, and submit the new appraisal for approvals. To define employee goals for competency based appraisals: Complete these fields to create a new employee goal: To create a new goal action suggestion, complete these fields: If you are updating an existing action suggestion, complete these fields: To move the current goal action suggestion to the Actions list, click the arrow. Use this processing option to limit reviews processed. Enter the date on which the training course started. Alternatively, you can override the system ratings by entering a value in the Performance Appraisal Level field: The system automatically rates the job competencies again. Set processing options for Performance Appraisal Batch Print (R087723). Enter the ending date of the period of time for which the employee performance is considered for the current review. Use this processing option to specify whether appraisals with warning errors should still be created. Enter the beginning date in the range of time during which the performance of the employee is considered. This table lists the messages that will appear for each situation, and the actions the system performs: The employee being appraised has seen this appraisal and you are approving this appraisal on behalf of the employee. This section provides an overview of batch performance appraisals and discusses how to: Run the Batch Create Performance Appraisals program (R087722). These options might be available: On the Supervisor Work With Performance Appraisals form, locate an employee and click Select. You use versions to group and save a set of defined processing options, values, data selections, and sequencing options. You can also attach performance diary entries to the appraisal to support the evaluation. When the originating manager submits the appraisal, the system locks it, preventing changes. Enter a code that specifies whether to display only employees who report directly, or to display direct and indirect employees. Enter Date of Thru Date to ignore this option. When you select a specific job or employee competency for review, the notes area applies only to the appraisal that you are reviewing and the competency that you select. Use this processing option to specify the status of performance appraisals the user displays. These processing options specify the default values that the system applies when a human resources representative or a manager creates performance appraisals. Values are: 0: Do not notify anyone that appraisal is complete. Enter the date on which the goal is either completed or becomes ineffective. The system automatically routes the appraisal to each person who appears in the approval hierarchy (P05844), ending with the employee. When the appraisal process is completed, the system automatically updates the performance appraisal information in the Employee Master Information table (F060116). You can also attach to the appraisal performance diary entries that support the evaluation. When the highest level manager in the approval hierarchy approves and submits the appraisal, the system sends a message to you indicating that the performance appraisal is ready for final review. Values are: 0: Do not display Employee Competency Level (default).
To generate individual employee performance appraisals: If you want the system to create the appraisal and automatically proceed to the appraisal review, select the Begin Performance Appraisal Process option. The system automatically routes the appraisal and diary entries to the next level manager in the approval hierarchy. The purpose of this approach is to establish specific guidelines that an employee can follow to accomplish at least 100 percent of the organizational expectation for each employee competency. This code is associated with the fifth radio button on the form. These processing options specify the dates for which you want to review appraisals and whether the system runs the workflow reminder process. This section provides an overview of employee career development plan and describes how to create employee career development plans. Values are: Select employees that have a next review date equal to or greater than the From Date. If you set up the system to require employee self appraisals, the system also automatically sends a message notifying each employee that a self appraisal is due. The code that you enter must exist in the defined code list for competency update codes (05/CU). You approve a performance appraisal on behalf of one employee. Select a diary entry and then click Select. Values are: 0: No, if job competency levels can be changed, they cannot be used to calculate employee competencies. Enter a code that specifies the level of proficiency at which a supervisor rates a person or asset for a particular competency type and competency code. The system sends an automated message to the employee notifying them that their appraisal is available for review.
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